2020-21 Barbers Hill ISD Benefit Guide by Higginbotham Public Sector

BARBERS HILL ISD

BENEFIT GUIDE EFFECTIVE: 09/01/2020 - 8/31/2021 WWW.MYBENEFITSHUB.COM/BARBERSHILLISD 1

Table of Contents How to Enroll Disclaimers Rate Sheet Annual Benefit Enrollment 1. Benefit Updates 2. Section 125 Cafeteria Plan Guidelines 3. Annual Enrollment 4. Eligibility Requirements 5. Helpful Definitions 6. Health Savings Account (HSA) vs. Flexible Spending Account (FSA) Medical Health Savings Account (HSA) Hospital Indemnity Telehealth Dental Vision Disability Cancer Accident Critical Illness Life and AD&D Individual Life ID Theft Protection Flexible Spending Account (FSA) Emergency Medical Transport 2

3 4 5-11 12-17 12 13 14 15 16

FLIP TO... PG. 3

HOW TO ENROLL

PG. 12

SUMMARY PAGES

PG. 18

YOUR BENEFITS

17 18 18 19 19 20 20 21 21 22 22 23 23 24 24 25

MOBILE ENROLLMENT Enrollment made simple through your smartphone or tablet. Access to everything you need to complete your

How to Log In

www.mybenefitshub.com/ barbershillisd

CLICK LOGIN

ENTER USERNAME & PASSWORD

benefits enrollment: •

Mobile App

•

Online Support

•

Interactive Tools

•

And more.

Text “FBS BHISD” to 313131 OR SCAN

Username: The first six (6) characters of your last name, followed by the first letter of your first name, followed by the last four (4) digits of your Social Security Number. If you have six (6) or less characters in your last name, use your full last name, followed by the first letter of your first name, followed by the last four (4) digits of your Social Security Number. Default Password: Last Name (lowercase, excluding punctuation) followed by the last four (4) digits of your Social Security Number.

Disclaimers

HOW TO ENROLL

Enrollment Guide General Disclaimer: This summary of benefits for employees is meant only as a brief description of some of the programs for which employees may be eligible. This summary does not include specific plan details. You must refer to the specific plan documentation for specific plan details such as coverage expenses, limitations, exclusions, and other plan terms, which can be found at Barbers Hill ISD Benefits Website. This summary does not replace or amend the underlying plan documentation. In the event of a discrepancy between this summary and the plan documentation the plan documentation governs. All plans and benefits described in this summary may be discontinued, increased, decreased, or altered at any time with or without notice.

Rate Sheet General Disclaimer: The rate information provided in this guide is subject to change at any time by your employer and/or the plan provider. The rate information included herein, does not guarantee coverage or change or otherwise interpret the terms of the specific plan documentation, available at Barbers Hill ISD Benefits Website, which may include additional exclusions and limitations and may require an application for coverage to determine eligibility for the health benefit plan. To the extent the information provided in this summary is inconsistent with the specific plan documentation, the provisions of the specific plan documentation will govern in all cases.

HOW TO ENROLL

Rate Sheet TRS Medical Monthly Premium

District Contribution

Employee Cost

TRS ActiveCare HD Employee Only

$397.00

$250

$147.00

$1,120.00

$250

$870.00

$715.00

$250

$465.00

$1,338.00

$250

$1,088.00

$937.00

$250

$687.00

Employee & Spouse

$2,222.00

$250

$1,972.00

Employee & Child(ren)

$1,393.00

$250

$1,14300

Employee & Family

$2,627.00

$250

$2,377.00

$386.00

$250

$136.00

$1,089.00

$250

$839.00

$695.00

$250

$445.00

$1,301.00

$250

$1,051.00

$514.00

$250

$264.00

$1,264.00

$250

$1,014.00

$834.00

$250

$584.00

$1,588.00

$250

$1,338.00

Employee & Spouse Employee & Child(ren) Employee & Family

TRS ActiveCare 2 Employee Only

TRS ActiveCare Primary Employee Only Employee & Spouse

Employee & Child(ren) Employee & Family

TRS ActiveCare Primary+ Employee Only Employee & Spouse Employee & Child(ren) Employee & Family

HSA Maximum Contribution

FSA Maximum Contribution Healthcare

$2,750.00

Individual

$3,550.00

Dependent Care

$5,000.00

Family

$7,100.00

HOW TO ENROLL

Rate Sheet

Dental Low

High

DHMO

Employee Only

$23.68

$42.12

$11.57

Employee & Spouse

$45.82

$70.28

$22.56

Employee & Child(ren)

$48.03

$72.61

$24.41

Employee & Family

$69.33

$105.58

$35.28

Accident

Cancer

Option 1

Option 2

Low

High

Employee Only

$5.00

$12.44

Employee Only

$18.71

$29.39

Employee & Spouse

$7.87

$19.60

Employee & Spouse

$35.86

$56.54

Employee & Child(ren)

$8.34

$21.25

Employee & Child(ren)

$25.39

$41.85

Employee & Family

$13.14

$33.27

Employee & Family

$39.96

$64.20

Disability

Vision Base Plan

Buy-Up Plan

Elimination Period

Monthly Benefit per $100

Employee Only

$7.13

$10.82

7/7

$2.56

Employee & Spouse

$12.11

$18.48

14/14

$2.18

Employee & Child(ren)

$12.83

$19.51

30/30

$1.81

Employee & Family

$19.24

$28.70

60/60

$1.28

90/90

$1.09

180/180

$0.80

Hospital Indemnity Option 1

Option 2

Employee Only

$10.80

$18.80

Employee & Spouse

$19.69

$33.96

Employee & Child(ren)

$21.66

$37.00

Employee & Family

$33.31

$56.79

Emergency Transportation Employee & Family

$14 Telehealth

Employee & Family

$10

HOW TO ENROLL

Rate Sheet Voluntary Life (per $10,000) Employee Age Employee < 25 $0.50 25-29 $0.50 30-34 $0.60 35-39 $0.80 40-44 $1.30 45-49 $2.10 50-54 $3.20 55-59 $4.70 60-64 $6.50 65-69 $8.70 70-74 $19.50 75+ $19.50 Spouse rates are based on Employee's age.

< 25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70-74 75-79 80-84 80+

Option 1/ $10,000 Employee Spouse $2.94 $2.94 $3.24 $3.24 $3.64 $3.64 $4.34 $4.34 $5.24 $5.24 $6.74 $6.74 $8.64 $8.64 $10.64 $10.64 $14.74 $14.74 $22.34 $22.34 $40.14 $40.14 $67.84 $67.84 $115.94 $115.94 $211.14 $211.14

Children Life $10,000.00

$1.25

AD&D (per $10,000) Employee Only

$0.21

Employee & Family

$0.46

Identity Theft Monitoring Essential

Elite

Employee Only

$6.95

$11.95

Employee & Family

$13.95

$22.95

Critical Illness Option 2 / $20,000 Employee Spouse $4.04 $4.04 $4.64 $4.64 $5.44 $5.44 $6.84 $6.84 $8.64 $8.64 $11.64 $11.64 $15.44 $15.44 $19.44 $19.44 $27.64 $27.64 $42.84 $42.84 $78.44 $78.44 $133.84 $133.84 $230.04 $230.04 $420.44 $420.44

Option 3 / $30,000 Employee Spouse $5.14 $5.14 $6.04 $6.04 $7.24 $7.24 $9.34 $9.34 $12.04 $12.04 $16.54 $16.54 $22.24 $22.24 $28.24 $28.24 $40.54 $40.54 $63.34 $63.34 $116.74 $116.74 $199.84 $199.84 $344.14 $344.14 $629.74 $629.74 7

Texas Schools Health Benefits Plan TSHBP HD Plan

Plan Summary HOW DOES TSHBP COMPARE TO TRS? Our unique embedded deductible health plans offer members lower out-of pocket maximums, bringing substantial savings without sacrificing care or quality.

The Care Coordinators act as a personal concierge for all TSHBP plans and members, and their job is to support the member as their healthcare advocate. Watch the below video to learn more.

•Unique plan where members pay copayments for service • All co-pays apply to the deductible • Low Out-of-Pocket Expense • Nationwide network for Physician and Ancillary Services • Care Coordinator Service for Hospital and Surgical Services • No requirement for PCP or Referrals • No Drug Deductible • $0 Generic Drug Benefit at CVS, HEB, Wal-Mart, Sam's, and Costco • Once deductible is met, the plan pays 100% (no coinsurance) • No out-of-network coverage

Plan Features Type of Coverage Individual/Family Deductible Coinsurance Individual/Family Maximum Out-ofPocket Network Required - Primary Care Provider (PCP) Required - PCP Referral to Specialist

WHAT ARE CARE COORDINATORS?

• Lowest HD Premium Plan • Low Out-of-Pocket Expense • Compatible with health savings account (HSA) • Nationwide network for Physician and Ancillary Services • Care Coordinator Service for Hospital and Surgical Services • No requirement for PCP or Referrals • Must meet deductible before plan pays for non-preventive care • Once deductible is met, the plan pays 100% (no coinsurance) • No out-of-network coverage

TSHBP CoPay Plan

In-Network Coverage Only

$3,000/$9,000 None - Plan Pays 100% after deductible

$3,500/$10,500 None - Plan Pays 100% after deductible

$3,000/$9,000

$3,500/$10,500

National Network

Doctor Visits Preventive Care

Yes - Paid at 100%

Yes - $0 copay

Primary Care

Deductible, then Plan pays 100%

$35 copay

Specialist

Deductible, then Plan pays 100%

$35 copay

$30 Consultation Fee

$0 per consultation

Virtual Health

Care Facilities Urgent Care

Deductible, then Plan pays 100%

$50 copay

Emergency Care

Deductible, then Plan pays 100%

$500 copay

Outpatient Surgery

Deductible, then Plan pays 100%

$500 copay

Hospital Services

Deductible, then Plan pays 100%

$500 copay

Prescription Drug Benefits Drug Deductible Days Supply

https://tshbp.info/CCVideo

Integrated with medical

No deductible

30-Day Supply

30-Day Supply $0 at selected pharmacies; others $10/$20 copay

Generic

Deductible, then Plan pays 100%

Preferred Brand

Deductible, then Plan pays 100%

$35 or 50% copay to $100

Non-Preferred Brand

Deductible, then Plan pays 100%

$70 or 50% copay to $200

Not Covered (90-Day Funding, then Patient and Copay Assistance)

Specialty

Have Questions? Call us at (888) 803-0081 or visit your benefits website for more information.

Barbers Hill ISD Medical Rates 2020‐21 The rates below are not inclusive of your district’s medical contribuƟon. Please visit your benefit website for more informaƟon regarding your district’s medical contribuƟon amounts.

TRS‐Ac veCare HD

$397

$715

$1,120

$1,338

TRS‐Ac veCare Primary +

$514

$834

$1,264

$1,588

TRS‐Ac veCare Primary

$386

$695

$1,089

$1,301

TSHBP

HD Plan

$348

$664

$985

$1295

CoPay Plan

$391

$1,115

$1,475

$765

Maximum Out‐of‐Pocket Costs For 2020‐21 Cost for Families

Cost for Individuals $3,000 $3,500

TSHBP HD Plan TSHBP CoPay Plan

$9,000 $10,500

$6,900

TRS‐Ac veCare HD

$13,800

$6,900

TRS‐Ac veCare Primary +

$13,800

$8,150

TRS‐Ac veCare Primary

$16,300

2020-21 TRS-ActiveCare Plan Highlights Sept. 1, 2020 — Aug. 31, 2021 All TRS-ActiveCare participants have three plan options. Each is designed with the unique needs of our members in mind. TRS-ActiveCare 2 NEW: TRS-ActiveCare Primary • Lower premium • Copays for doctor visits

TRS-ActiveCare HD • Similar to current 1-HD • Lower premium • Compatible with health savings

before you meet deductible • Statewide network account (HSA) • PCP referrals required to see • Nationwide network with out-ofspecialists network coverage Plan summary • Not compatible with health • No requirement for PCPs or savings account (HSA) referrals • No out-of-network coverage • Must meet deductible before plan pays for non-preventive care If you make no changes Only employees that choose If you’re currently in TRSduring Annual this new plan during Annual ActiveCare 1-HD and you make no Enrollment, you’ll have Enrollment will be enrolled in it. change during Annual Enrollment, the following plan... this will be your plan next year.

TRS-ActiveCare Primary+ • Simpler version of the current Select

plan

• Lower deductible than HD and primary

(This plan is closed and not accepting new enrollees. If you’re currently enrolled in TRS-ActiveCare 2, you can remain in this plan.) • Closed to new enrollees • Current enrollees can choose to

stay in plan

• Lower deductible • Copays for many drugs and

plans • Copays for many services and drugs • Higher premium • Statewide network • PCP referrals required to see specialists • Not compatible with a health savings account (HSA) • No out-of-network coverage If you’re currently in TRS-ActiveCare Select and you make no changes during Annual Enrollment, this will be your plan next year.

If you’re currently in TRS-ActiveCare 2, and you make no changes during Annual Enrollment, you will remain in TRS-ActiveCare 2 next year.

$514 $1,264 $834 $1,588

$937 $2,222 $1,393 $2,627

services

• Nationwide network with out-of-

network coverage

• No requirement for PCPs or

referrals

Total Monthly Premiums Employee Only Employee and Spouse Employee and Children Employee and Family

$386 $1,089 $695 $1,301

$397 $1,120 $715 $1,338

Plan Features Type of Coverage Individual/Family Deductible Coinsurance Individual/Family Maximum Out-of-Pocket Network Primary Care Provider (PCP) Required

In-Network Coverage Only

In-Network

Out-of-Network

In-Network Coverage Only

$2,500/$5,000

$2,800/$5,600

$5,500/$11,000

$1,200/$3,600

In-Network

Out-of-Network

$1,000/$3,000

$2,000/$6,000

You pay 30% after deductible

You pay 20% You pay 40% after after deductible deductible

You pay 20% after You pay 40% after deductible deductible

You pay 20% after deductible

$8,150/$16,300

$6,900/$13,800 $20,250/$40,500

$6,900/$13,800

Statewide Network

Nationwide Network

Statewide Network

Nationwide Network

Yes

$7,900/$15,800

$23,700/$47,400

Doctor Visits Primary Care Specialist TRS Virtual Health

$30 copay $70 copay $0 per consultation

You pay 20% You pay 40% after after deductible deductible You pay 20% You pay 40% after after deductible deductible $30 per consultation

$30 copay $70 copay $0 per consultation

You pay 40% after deductible You pay 40% after $70 copay deductible $0 per consultation $30 copay

Immediate Care Urgent Care

Emergency Care TRS Virtual Health

$50 copay

You pay 20% You pay 40% after after deductible deductible

$50 copay

You pay 30% after deductible

You pay 20% after deductible

$0 per consultation

$30 per consultation

$0 per consultation

You pay 40% after deductible You pay a $250 copay plus 20% after deductible $0 per consultation

Integrated with medical

$200 brand deductible

$15/$45 copay

You pay 20% after deductible

$15/$45 copay

$50 copay

Prescription Drugs Drug Deductible Generics (30-Day Supply / 90-Day Supply) Preferred Brand

You pay 30% after deductible

You pay 25% after deductible

Non-preferred Brand

You pay 50% after deductible

Specialty

You pay 30% after deductible

You pay 20% after deductible

What’s New

Leverage Your $0 Preventive Care*

• • • •

• • • • • • • • •

Primary plan with a lower premium and copays Primary+ (formerly Select) decreased premiums by up to 8% Broader networks of health care providers Lower premiums for families with children

Did You Know • • •

Our provider search tool will be available in June. Choosing a PCP helps you meet your health goals faster. Generic medications save money! Ask your provider if your medicine has a generic. 10

$20/$45 copay You pay 25% after deductible ($40 min/$80 max)/ You pay 25% after deductible ($105 min/$210 max) You pay 50% after deductible ($100 min/$200 max)/ You pay 50% after deductible ($215 min/$430 max) You pay 20% after deductible ($200 min/$900 max)/ No 90-Day Supply of Specialty Medications

Annual routine physicals (ages 12+) Annual mammogram (ages 40+) Annual OBGYN exam & pap smear (ages 18+) Annual prostate cancer screening (ages 45+) Well-child care (unlimited up to age 12) Healthy diet/obesity counseling (unlimited to age 22; ages 22+ get twenty-six visits per year) Smoking cessation counseling (8 visits per year) Breastfeeding support (six per year) Colonoscopy (ages 50+ once every ten years)

*Available for all plans. See benefits guides for more details.

2020-21 Health Maintenance Organization Plans and Premiums for Select Regions of the State Remember: Remember that when you choose an HMO, youâ&#x20AC;&#x2122;re choosing a regional network. TRS also contracts with HMOs in certain regions of the state to bring participants in those areas another regional plan option. Central and North Texas Baylor Scott & White HMO

South Texas Blue Essentials HMO

Brought to you by TRS-ActiveCare

West Texas Blue Essentials HMO Brought to you by TRS-ActiveCare

You can choose this plan if you live in You can choose this plan if you live in You can choose this plan if you live in one these one these counties: Austin, Bastrop, one these counties: Cameron, Hildalgo, counties: Andrews, Armstrong, Bailey, Borden, Bell, Blanco, Bosque, Brazos, Burleson, Starr, Willacy Brewster, Briscoe, Callahan, Carson, Castro, Childress, Burnet, Caldwell, Collin, Coryell, Cochran, Coke, Coleman, Collingsworth, Comanche, Dallas, Denton, Ellis, Erath, Falls, Concho, Cottle, Crane, Crockett, Crosby, Dallam, Freestone, Grimes, Hamilton, Hays, Dawson, Deaf Smith, Dickens, Donley, Eastland, Ector, Hill, Hood, Houston, Johnson, Fisher, Floyd, Gaines, Garza, Glasscock, Gray, Hale, Lampasas, Lee, Leon, Limestone, Hall, Hansford, Hartley, Haskell, Hemphill, Hockley, Madison, McLennan, Milam, Mills, Howard, Hutchinson, Irion, Jones, Kent, Kimble, King, Navarro, Robertson, Rockwall, Knox, Lamb, Lipscomb, Llano, Loving, Lubbock, Lynn, Somervell, Tarrant, Travis, Walker, Martin, Mason, McCulloch, Menard, Midland, Waller, Washington, Williamson Mitchell, Moore, Motley, Nolan, Ochiltree, Oldham, Parmer, Pecos, Potter, Randall, Reagan, Reeves, Roberts, Runnels, San Saba, Schleicher, Scurry, Shackelford, Sherman, Stephens, Sterling, Stonewall, Sutton, Swisher, Taylor, Terry, Throckmorton, Tom Green, Upton, Ward, Wheeler, Winkler, Yoakum

Total Monthly Premiums Employee Only

$551.10

$491.54

$534.42

Employee and Spouse

$1,382.06

$1,182.52

$1,287.58

Employee and Children

$883.50

$766.96

$835.68

$1,478.56

$1,258.52

$1,370.12

In-Network Coverage Only

$950/$2,850

$500/$1,000

$950/$2,850

You pay 20% after deductible

You pay 25% after deductible

$7,450/$14,900

$4,500/$9,000

$7,450/$14,900

Primary Care

$20 copay

$25 copay

$20 copay

Specialist

$70 copay

$60 copay

$70 copay

$50 copay

$75 copay

$500 copay after deductible

You pay 20% after deductible

$50 copay $500 copay before deductible plus 25% after deductible

Employee and Family

Plan Features Type of Coverage Individual/Family Deductible Coinsurance

Individual/Family Maximum Out-of-Pocket

Doctor Visits

Immediate Care Urgent Care Emergency Care

Prescription Drugs Drug Deductible

Days Supply Generics Preferred Brand Non-preferred Brand Specialty

$150 (excl. generics)

$100

$150

30-Day Supply / 90-Day Supply

$5/$12.50 copay

$10/$30 copay

$5/$12.50 copay ACA Preventative: $0

30% after deductible

$40/$120 copay

30% after deductible

50% after deductible

$65/$195 copay

50% after deductible

15%/25% after deductible (preferred/ nonpreferred)

You pay 20% after deductible

15%/25% after deductible (preferred/nonpreferred)

trs.texas.gov 11

Annual Benefit Enrollment

SUMMARY PAGES

Benefit Updates - What’s New: NEW TRS MEDICAL CARRIER Effective 9/1/2020, the health plan administrator for TRS -ActiveCare medical benefits will change. Benefit and premium changes will apply to all TRS-ActiveCare plans for the next plan year. Plan Options: • TRS-ActiveCare Primary — NEW PLAN! • TRS-ActiveCare HD (formerly 1-HD) • If currently enrolled in TRS-AC1HD and make no changes, you will be enrolled in this plan. • TRS-ActiveCare Primary+(formerly Select) • If currently enrolled in TRS-AC Select and make no changes, you will be enrolled in this plan. To review new premiums and plan options, refer to 2020-21 TRS-ActiveCare Plan Highlights on your benefit website.

NEW! TSHBP ALTERNATIVE MEDICAL Barbers Hill ISD has joined the Texas Schools Health Benefits Program (TSHBP) and will be offering alternate plans as medical options in addition to the TRS medical plans. Two plan options are available: a High Deductible HSA Compatible plan and a CoPay plan. On both plans, there are no benefits if you go out-of-network for planned/scheduled care. However, TSHBP has a National Network and the plan does not require a primary care provider or referral to a specialist. Telehealth is provided at no cost for the CoPay plan and consults are $30 for the High Deductible plan. On both plans, once your deductible is met all other eligible medical expenses are covered at 100%. There is no coinsurance requirement. Preventative services are always covered at 100%. Specialty drugs are not covered after the first 90 days unless at a facility NEW! HSA & FSA CONTRIBUTION LIMITS setting (at the hospital, outpatient facility) and if they are The new 2020 FSA maximum contribution amount is less than $670 (see plan summary for program options). $2,750. You may not have both an HSA and an FSA. All hospital and other medical facility-based services are Dependent Care Reimbursement is $5,000 if filing jointly scheduled via the assistance of your assigned Care and $2,500 if filing single. The new 2020 HSA annual Coordinator. Customer service number: 888-803-0081. maximums are $3,550 for an Individual and $7,100 for the Review your benefits website for additional details. family.

Don’t Forget! • Login and complete your benefit enrollment from 7/15/2020 - 8/1/2020 • Add dependents to the system—please bring dependent Social Security numbers and date of birth. • Enrollment assistance is available by calling Financial Benefit Services at (866) 914-5202, Monday - Friday 8am-7pm. • Update your profile information: home address, phone numbers, email, beneficiaries • REQUIRED: Provide correct dependent social security numbers

SUMMARY PAGES

Section 125 Cafeteria Plan Guidelines A Cafeteria plan enables you to save money by using pre-tax dollars to pay for eligible group insurance premiums sponsored and offered by your employer. Enrollment is automatic unless you decline this benefit. Elections made during annual enrollment will become effective on the plan effective date and will remain in effect during the entire plan year.

CHANGES IN STATUS (CIS): Marital Status

Changes in benefit elections can occur only if you experience a qualifying event. You must present proof of a qualifying event to your Benefit Office within 31 days of your qualifying event and meet with your Benefit/HR Office to complete and sign the necessary paperwork in order to make a benefit election change. Benefit changes must be consistent with the qualifying event.

QUALIFYING EVENTS A change in marital status includes marriage, death of a spouse, divorce or annulment (legal separation is not recognized in all states).

A change in number of dependents includes the following: birth, adoption and placement for adoption. Change in Number of Tax You can add existing dependents not previously enrolled whenever a dependent gains eligibility as a Dependents result of a valid change in status event. Change in Status of Employment Affecting Coverage Eligibility

Change in employment status of the employee, or a spouse or dependent of the employee, that affects the individual's eligibility under an employer's plan includes commencement or termination of employment.

An event that causes an employee's dependent to satisfy or cease to satisfy coverage requirements Gain/Loss of Dependents' under an employer's plan may include change in age, student, marital, employment or tax dependent Eligibility Status status. If a judgment, decree, or order from a divorce, annulment or change in legal custody requires that you provide accident or health coverage for your dependent child (including a foster child who is your dependent), you may change your election to provide coverage for the dependent child. If the order Judgment/Decree/Order requires that another individual (including your spouse and former spouse) covers the dependent child and provides coverage under that individual's plan, you may change your election to revoke coverage only for that dependent child and only if the other individual actually provides the coverage. Eligibility for Government Gain or loss of Medicare/Medicaid coverage may trigger a permitted election change. Programs

SUMMARY PAGES

Annual Enrollment During your annual enrollment period, you have the opportunity

Where can I find forms?

to review, change or continue benefit elections each year.

For benefit summaries and claim forms, go to your benefit

Changes are not permitted during the plan year (outside of

website: www.mybenefitshub.com/barbershillisd. Click on the

annual enrollment) unless a Section 125 qualifying event occurs.

benefit plan you need information on (i.e., Dental) and you can find the forms you need under the Benefits and Forms

•

Changes, additions or drops may be made only during the

section.

annual enrollment period without a qualifying event. How can I find a Network Provider?

• Employees must review their personal information and verify that dependents they wish to provide coverage for are

ISD benefit website: www.mybenefitshub.com/barbershillisd.

included in the dependent profile. Additionally, you must

Click on the benefit plan you need information on (i.e.,

notify your employer of any discrepancy in personal and/or benefit information.

•

For benefit summaries and claim forms, go to the Barbers Hill

Employees must confirm on each benefit screen (medical, dental, vision, etc.) that each dependent to be covered is selected in order to be included in the coverage for that

particular benefit.

Dental) and you can find provider search links under the Quick Links section. When will I receive ID cards? If the insurance carrier provides ID cards, you can expect to receive those 3-4 weeks after your effective date. For most dental and vision plans, you can login to the carrier website and print a temporary ID card or simply give your provider the insurance company’s phone number and they can call and

New Hire Enrollment All new hire enrollment elections must be completed in the online enrollment system within the first 31 days of benefit eligibility employment. Failure to complete elections during this timeframe will result in the forfeiture of coverage.

Q&A Who do I contact with Questions? For supplemental benefit questions, you can contact your Benefits/HR department or you can call Financial Benefit Services at 866-914-5202 for assistance.

verify your coverage if you do not have an ID card at that time. If you do not receive your ID card, you can call the carrier’s customer service number to request another card.

SUMMARY PAGES

Employee Eligibility Requirements

Dependent Eligibility Requirements

Supplemental Benefits: Eligible employees must work 20 or more

Dependent Eligibility: You can cover eligible dependent

regularly scheduled hours each work week.

children under a benefit that offers dependent coverage, provided you participate in the same benefit, through the

Eligible employees must be actively at work on the plan effective

maximum age listed below. Dependents cannot be double

date for new benefits to be effective, meaning you are physically

covered by married spouses within the Barbers Hill ISD as

capable of performing the functions of your job on the first day of

both employees and dependents.

work concurrent with the plan effective date. For example, if your 2020 benefits become effective on September 1, 2020, you must be actively-at-work on September 1, 2020 to be eligible for your new benefits. PLAN

MAXIMUM AGE

Medical

To age 26

Dental

To age 26

Vision

To age 26

Life

To age 26

AD&D

To age 26

Individual Life

Through age 23

Health Savings Account

To age 26

Critical Illness

To age 26

Disability

To age 26

Hospital Indemnity

To age 26

Telehealth

To age 26

Emergency Transportation

To age 26

Accident

To age 26

If your dependent is disabled, coverage can continue past the maximum age under certain plans. If you have a disabled dependent who is reaching an ineligible age, you must provide a physicianâ&#x20AC;&#x2122;s statement confirming your dependentâ&#x20AC;&#x2122;s disability. Contact your HR/Benefit Administrator to request a continuation of coverage. 15

SUMMARY PAGES

Helpful Definitions Actively at Work

In-Network

You are performing your regular occupation for the employer

Doctors, hospitals, optometrists, dentists and other providers

on a full-time basis, either at one of the employer’s usual

who have contracted with the plan as a network provider.

places of business or at some location to which the employer’s business requires you to travel. If you will not be actively at work beginning 9/1/2020 please notify your benefits administrator.

Annual Enrollment The period during which existing employees are given the opportunity to enroll in or change their current elections.

Annual Deductible The amount you pay each plan year before the plan begins to pay covered expenses.

Out-of-Pocket Maximum The most an eligible or insured person can pay in co-insurance for covered expenses.

Plan Year September 1st through August 31st

Pre-Existing Conditions Applies to any illness, injury or condition for which the participant has been under the care of a health care provider, taken prescriptions drugs or is under a health care provider’s orders to take drugs, or received medical care or services

Calendar Year January 1st through December 31st

Co-insurance After any applicable deductible, your share of the cost of a covered health care service, calculated as a percentage (for example, 20%) of the allowed amount for the service.

Guaranteed Coverage The amount of coverage you can elect without answering any medical questions or taking a health exam. Guaranteed coverage is only available during initial eligibility period. Actively-at-work and/or pre-existing condition exclusion provisions do apply, as applicable by carrier.

(including diagnostic and/or consultation services).

SUMMARY PAGES

HSA vs. FSA Health Savings Account (HSA) (IRC Sec. 223)

Flexible Spending Account (FSA) (IRC Sec. 125)

Approved by Congress in 2003, HSAs are actual bank accounts in employee’s names that allow employees to save and pay for unreimbursed qualified medical expenses tax-free.

Allows employees to pay out-of-pocket expenses for copays, deductibles and certain services not covered by medical plan, tax-free. This also allows employees to pay for qualifying dependent care taxfree.

Employer Eligibility

A qualified high deductible health plan.

All employers

Contribution Source

Employee and/or employer

Account Owner

Individual

Employer

Underlying Insurance Requirement

High deductible health plan

None

Minimum Deductible

$1,400 single (2020) $2,800 family (2020)

N/A

Maximum Contribution

$3,550 single (2020) $7,100 family (2020)

$2,750

Description

Cash-Outs of Unused Amounts (if no medical expenses)

If used for non-qualified medical expenses, subject to current tax rate plus 20% penalty. Permitted, but subject to current tax rate plus 20% penalty (penalty waived after age 65).

Year-to-year rollover of account balance?

Yes, will roll over to use for subsequent year’s health coverage.

No. Access to some funds can may be extended if your employer’s plan contains a 2 1/2 –month grace period or $500 rollover provision.

Does the account earn interest?

Yes

Portable?

Yes, portable year-to-year and between jobs.

Permissible Use Of Funds

Reimbursement for qualified medical expenses (as defined in Sec. 213(d) of IRC). Not permitted

TSHBP Alternative Medical Plan The TSHBP is proud to offer a variety of plans and benefits to meet school district needs. Plans for 2020-21 include our High Deductible Health Plan (HDHP) and our CoPay Plan (CPP). Both plans are designed so members can easily navigate through their health medical needs. For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Texas Schools Health Benefits Program (TSHBP) Highlights A large National network to provide physician and ancillary services access to all members No primary care provider required or referral to a specialist. A member can use any provider in the network A Care Coordinator service (personal concierge) to support members with all their medical needs and specifically assist them with all facility care A patient advocate to help members with any balance bill and to pay the bill on the members behalf if necessary

Preventative Services are paid at 100% and all copays and deductibles are waived Certain preventative care services are covered at 100% in-network

About HSA A Health Savings Account (HSA) is a personal savings account where the money can only be used for eligible medical expenses. Unlike a flexible spending account (FSA), the money rolls over year to year however only those funds that have been deposited in your account can be used. Contributions to Health Savings Account can only be used if you are also enrolled in a High Deductible Health Care Plan. For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need an HSA Healthcare Savings Accounts are designed to work in conjunction with high deductible health plans (HDHPs) to help cover the rising costs of healthcare.

HSA funds accrue interest over time tax-free with no lifetime limit. HSA accounts are individual accounts. Contributions are yours to keep even if you leave your employer. HSA funds can be used to pay for any qualified medical expense for you and your tax-eligible dependents, even if the expense is not covered by your insurance plan. 18

The interest earned in an HSA is tax free.

Money withdrawn for medical spending never falls under taxable income. https://www.irs.gov/publications/p969 https://www.irs.gov/pub/irs-pdf/p969.pdf

About Hospital Indemnity This is an affordable supplemental plan that pays you should you be in-patient hospital confined. This plan complements your health insurance by helping you pay for costs left unpaid by your health insurance.

For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need a Hospital Indemnity Plan Hospital indemnity policies pay a set benefit based on your hospital stay. These funds:

The median hospital cost has grown to over $10,500 per stay.

Help cover high medical deductibles and copays.

$9,600

$10,400

$10,700

2008

2012

2018

Provide a safety net for unexpected medical expenses. Can be paid directly to you or the care provider.

https://www.hcup-us.ahrq.gov/reports/statbriefs/sb180Hospitalizations-United-States-2012.pdf https://www.hcup-us.ahrq.gov/reports/statbriefs/sb204-Most -Expensive-Hospital-Conditions.jsp

About Telehealth Telehealth provides 24/7/365 access to board-certified doctors via telephone or video consultations that can diagnose, recommend treatment and prescribe medication. Telehealth makes care more convenient and accessible for non-emergency care when your primary care physician is not available. For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need Telehealth Healthcare should be simple, fast, and effective. Telehealth makes it easy to get treatment for your minor ailments without visiting urgent care or your primary care physician.

75%

Virtual visits can treat mild conditions like sinus infections, allergies, and pink eye without waiting on the next available appointment. No consultation fees on most plans. Appointments while at work or traveling.

of all doctor, urgent care, and ER visits could be handled safely and effectively via telehealth. http://pages.healthcareitnews.com/rs/922-ZLW292/images/How%20To%20Successfully% 20Adopt%20Telemedicine%20Into%20Your% 20Practice_0.pdf?aliId=913083420

About Dental Dental insurance is a coverage that helps defray the costs of dental care. It insures against the expense of routine care, dental treatment and disease.

For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need Dental Insurance By opting into dental insurance, a person can save thousands of dollars per year on routine and emergency oral care. Average costs of dental procedures without insurance include: Office visits =$288

Good dental care may improve your overall health.

Cavity filling= $90-$250 Tooth Extraction= $75-$300

Women with gum disease may be at greater risk of giving birth to a preterm or low birth weight baby. https://jada.ada.org/article/S0002-8177(17)30399-9/fulltext https://www.colgate.com/en-us/oral-health/life-stages/oralcare-during-pregnancy/pregnancy-oral-health-and-yourbaby

About Vision Vision insurance provides coverage for routine eye examinations and can help with covering some of the costs for eyeglass frames, lenses or contact lenses.

For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need Vision Insurance Vision insurance reduces the costs of services and products such as vision exams, glasses, frames, and contact lens. Regular eye exams can help detect other health issues such as diabetes, cancer, liver disease, and heart disease. Signs you need an eye exam include squinting, blurred vision, night vision issues, or chronic itching and redness.

76% of adults use some sort of vision correction. https://www.cdc.gov/contactlenses/fastfacts.html#one

About Disability Disability insurance protects one of your most valuable assets, your paycheck. This insurance will replace a portion of your income in the event that you become physically unable to work due to sickness or injury for an extended period of time.

For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need Disability Insurance On top of the medical bills that come with a serious injury or illness, can you afford to be out of work for an extended period of time? Disability insurance can offer you peace of mind to protect your paycheck. One in 8 workers will be disabled for 5 or more years during their working careers.

Just over 1 in 4 of today's 20 year-olds will become disabled before they retire.

34.6

A disabling injury occurs every eight seconds. Americans have a 50% chance of becoming disabled for 90 days or more between the ages of 35 and 65.

months is the duration of the average disability claim. https://www.ssa.gov/disabilityfacts/facts.html https://disabilitycanhappen.org/overview/

About Cancer Cancer insurance offers you and your family supplemental insurance protection in the event you or a covered family member is diagnosed with cancer. It pays a benefit directly to you to help with expenses associated with cancer treatment.

For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need Cancer Insurance Cancer kills more than 500,000 Americans each year, making it the second most common cause of death in the United States. Cancer insurance is designed to relieve your financial burden to help you focus on recovering your health. Money received from cancer benefits can help pay for many expenses such as: Experimental cancer treatments Travel and lodging costs related to treatment Routine living expenses like mortgage and utility bills

Breast Cancer is the most commonly diagnosed cancer in women. If caught early, prostate cancer is one of the most treatable malignancies. https://www.cancer.org/cancer/breast-cancer/about/ how-common-is-breast-cancer.html https://www.medicalnewstoday.com/ articles/322700.php

About Accident Do you have kids playing sports, are you a weekend warrior, or maybe accident prone? Accident plans are designed to help pay for medical costs associated with accidents and benefits are paid directly to you.

For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need Accident Insurance

1/2

More than of all medically consulted injuries in the US happen at home.

Accident insurance will deliver a pre-determined payment to you for various qualifying incidents. These occurrences may include: Injuries such as fractures, dislocations, burns, concussions, lacerations, etc. Medical services and treatments such as emergency transportation and physical therapy. Some plans also include accidental death and dismemberment or common carrier benefits as an add on benefit.

78%

of American workers live paycheck to paycheck to maintain their livelihood.

https://injuryfacts.nsc.org/all-injuries/overview/ http://press.careerbuilder.com/2017-08-24-LivingPaycheck-to-Paycheck-is-a-Way-of-Life-for-Majority -of-U-S-Workers-According-to-New-CareerBuilderSurvey

About Critical Illness Critical illness insurance can be used towards medical or other expenses. It provides a lump sum benefit payable directly to the insured upon diagnosis of a covered condition or event, like a heart attack or stroke. The money can also be used for non-medical costs related to the illness, including transportation, child care, etc.

For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need Critical Illness Insurance Serious medical conditions can affect not only your heath, but also your bank account. Medical expenses reportedly lead to more than half of all bankruptcies in the United States. When faced with a severe illness, a critical illness policy can help in many ways. Plans are designed to pay a benefit specific to the diagnosis usually ranging from $10,000 to $30,000. Plans often include a wellness benefit that pays employees for having certain annual screenings performed. Critical illness plans complement high deductible health plans (HDHP) by reducing the worry of having to pay a large medical deductible while suffering from a major illness. 22

$20,000 Is the average cost of a hospital stay for a heart attack. https://www.healthline.com/health-news/how-muchdoes-hospital-stay-cost#2

About Life and AD&D Group term life is the most inexpensive way to purchase life insurance. You have the freedom to select an amount of life insurance coverage you need to help protect the well-being of your family. Accidental Death & Dismemberment is life insurance coverage that pays a death benefit to the beneficiary, should death occur due to a covered accident. Dismemberment benefits are paid to you, according to the benefit level you select, if accidentally dismembered. For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need Life and AD&D Life insurance is never fun to think about and may seem like an unnecessary expense. However, if you have someone that depends on you financially, life insurance is really about protecting them if something were to happen to you. Life insurance and AD&D policies help your loved ones pay for expenses, such as:

Motor vehicle crashes

Mortgage payments College tuition Burial expenses

are one of the top causes of accidental deaths in the US including falls and poisoning.

https://www.cdc.gov/nchs/fastats/accidentalinjury.htm

About Individual Life Individual insurance is a policy that covers a single person and is intended to meet the financial needs of the beneficiary, in the event of the insuredâ&#x20AC;&#x2122;s death. This coverage is portable and can continue after you leave employment or retire.

For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need Individual Life

Experts recommend at least

Individual life polices are owned by you and can be taken with you if you leave your employer and kept into retirement. These policies help protect loved ones from financial distress when you are gone. Premiums are paid through your payroll deductions as long as you are with your employer. Premiums are based on coverage amount and age at time of purchase.

x 10 your gross annual income in coverage when purchasing life insurance. https://money.cnn.com/retirement/guide/ insurance_life.moneymag/index11.htm

About Identity Theft Identity theft protection monitors and alerts you to identity threats. Resolution services are included should your identity ever be compromised while you are covered.

For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need Identity Theft Protection ID theft helps you recover your identity in many ways. Your plan includes: Monitoring of your personal information 24/7/365. System alerts to inform you of potential threats. Works on your behalf to restore your identity.

An identity is stolen every 2 seconds, and an average of

30 hours

to resolve, causing an average loss of $500.

Peace of mind should a breach occur. https://money.cnn.com/2014/02/06/pf/identity-fraud/ index.html https://www.ftc.gov/sites/default/files/documents/ reports/federal-trade-commission-identity-theftprogram/synovatereport.pdf

About FSA A Flexible Spending Account allows you to pay for eligible healthcare expenses with a pre-loaded debit card. You choose the amount to set aside from your paycheck every plan year, based on your employerâ&#x20AC;&#x2122;s annual plan limit. This money is use it or lose it within the plan year (unless your plan contains a $500 rollover or grace period provision). For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need an FSA Your Flexible Spending Account saves you money by putting aside funds tax-free that can be used to pay for qualified medical expenses.

Your pre-loaded FSA debit card can be used at places like the doctorâ&#x20AC;&#x2122;s office or the pharmacy without the need for reimbursement forms. You do not have to be enrolled in a medical plan to enroll in an FSA.

The funds in a full-purpose healthcare FSA can be used to pay for eligible medical expenses like deductibles, copayments, prescription drugs, orthodontics, glasses and contacts for you and any tax-eligible dependents.

http://www.hr.emory.edu/eu/benefits/tecbenefits/fsa/ about.html

About Medical Transport Medical Transport covers emergency transportation to and from appropriate medical facilities by covering the out -of-pocket costs that are not covered by insurance. It can include emergency transportation via ground ambulance, air ambulance and helicopter, depending on the plan.

For full plan details, please visit your benefit website: www.mybenefitshub.com/barbershillisd

Why I Need Emergency Transportation Emergency transportation is one of the more expensive items in emergency medical care. Benefits of a medical transportation plan include: No cost emergency transportation for covered individuals. Coverage anywhere in the US and Canada. Some plans include worldwide coverage. Coverage for both ground and air transportation.

A ground ambulance can cost up to

$2,400

and a helicopter transportation fee can cost over $30,000 https://www.gao.gov/assets/650/649018.pdf https://www.gao.gov/assets/690/686167.pdf

For full details on all your benefits, please visit your benefit website: www.mybenefitshub.com/barbershillisd 25

NOTES

2020-21 Barbers Hill ISD Benefit Guide

Articles inside

Life and AD&D

Telehealth

3. Annual Enrollment